Leadership Development Specialist

at  Cleveland Clinic London

Our vision is to be the best place for healthcare anywhere and the best place to work in healthcare.
We believe that every life deserves world class healthcare.
Job Summary
Salary: Depending on Experience
Hours: Monday to Friday, 9am - 5pm
Location: 40 Grosvenor Place, London, SW1X 7AW - Hybrid
Contract: Permanent
What are we looking for?
Cleveland Clinic London are looking to recruit a Leadership Development Specialist to join the L&D Team. Based in the human resources function and through the coordination and execution of learning and development activities, you will play a critical role in developing leadership capability in pursuit of CCL achieving its organisational objectives.
Reporting to the Head of Department, the role works collaboratively to review, design, coordinate, deliver and evaluate all leadership development related initiatives. You will be a core contributor to the full HR offering while situated in this Centre of Excellence. The central remit of the role is to ensure the linkage of learning and development strategies with the business needs via leadership learning and development solutions.
The activities of the Leadership Development Specialist include design, procurement, delivery and full administration of the leadership related L&D function, while also ensuring statutory and mandatory training is coordinated and records are up to date.
What makes us different?
Cleveland Clinic London offers a brand-new high-acuity environment with the very latest equipment, where caregivers are encouraged to grow their expertise across multiple specialties, and in collaboration with expert clinicians. Our Mission, ‘Caring for life, researching for health, and educating those who serve’, assures our unwavering commitment to professional development.

What will your duties include?

• Develop and maintain a partnership approach in order to understand and act on leadership development needs across the organisation. The key stakeholders to partner with are the Human Resources Business Partners, Talent Business Partners, operational managers and department leads.
• Support the emerging needs of the organisation that can be addressed through leadership development interventions. This will be done through a partnering approach: assessing and qualifying learning and performance issues, generating a brief, developing a solution, delivering a learning initiative and reviewing effectiveness.
• Support CCL’s engagement strategy with learning solutions that develop the necessary awareness and skills across the leadership segment of Cleveland Clinic London.
• Take full ownership of the review, design, delivery, administration and impact of the three tiers of structured leadership developmental programmes (Ignite, Accelerate, Maximise).
• Align leadership development programmes with the global L&D frameworks as set out by Global Leadership and Learning Institute (GLLI), Cleveland.
• Support the development and establishment of a Talent Pathways framework and succession planning initiatives by ensuring that individuals have access to multi-modal, continuous development opportunities with the purpose of supporting succession planning.
• Utilise the available assessment tools (Hogan) for ongoing individual leadership and team development.
• Takes the lead on patient safety cultural training programmes such as the High Reliability Skills and Leading the Cleveland Clinic Way
• Partners with the LMS Coordinator and Human Resources Analyst to develop a data driven and evidence based approach. To this purpose enlists the support of the LMS Coordinator to ensure accurate training data and up to date reporting.
• Supports the operational excellence of the L&D department by contributing to other core tasks. This will be done on an ad-hoc basis, as required, and will entail aspects such as LMS queries, New Caregiver Experience, Service Excellence and the deployment Apprenticeship strategy.

Other responsibilities as required according to the needs of the business, and a flexible approach to the role given the dynamic nature of the CCL organisation as it continues to grow and develop.

What we need from you?

• Degree in HR Management or Business Management advantageous
• Train the trainer or Learning Professional qualifications
• Hogan psychometrics qualified (Desirable)
• HR qualifications (Desirable)
• Demonstrable experience of working in a L&D function at ‘Partner’ level or equivalent
• Track record of developing, delivering and overseeing L&D programmes across different levels of an organisation, eg – Leadership, High Performance programme, First-Line Management
• A working knowledge of best and emerging learning development practice in the London market
• Demonstrable experience of managing projects and delivering successful outcomes
• Experience with working with various stakeholders across different levels of seniority

What can we offer you?

As a private hospital with no shareholders, we reinvest profits back into our organisation. This means we can offer tailored support and development for caregivers, alongside benefits such as:

• 25 days Annual Leave (plus bank holidays)
• Auto-Enrolment of 5% pension - Cleveland Clinic contributes 10% through Salary Exchange
• Life Assurance, Private Medical & Dental Insurance and Eye Care contributions
• Discounted gym facilities
• 24/7 Holistic Employee Assistance Programme

Who we are?
Cleveland Clinic is one of the leading providers of specialised medical care in the world, providing clinical excellence and superior patient outcomes for almost 6 million patient visits per year across more than 200 locations. We employ over 80,000 caregivers worldwide and continue to drive innovation in healthcare.
With over 100 years of history, our “Patients First” philosophy is at the heart of everything that we do.
If you would like to know more, please email recruitment@ccf.org.
Applicant shortlisting and interviews may take place whilst the advert is live, so it may close sooner than expected - please submit your application as soon as possible. Due to the volume of applications, we are not always able to provide individual feedback.
Disclosure and Barring Service (DBS) Check
This role may be subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order (as amended) and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (DBS) to check for any previous criminal convictions.
“Let’s deliver World Class care together!”
As an equal opportunities employer, we aspire to work together to promote a more inclusive work environment, which represents our commitment to celebrate diversity.
CCL is committed to applying its Equal Employment Opportunity/Workforce Diversity and Inclusion Policy at all stages of recruitment and privileging. Shortlisting, interviewing and selection will always be carried out without regard to any Protected Characteristics. When aware of the need to do so and when required, CCL will make reasonable adjustments to its arrangements for interviews and to conditions of employment/engagement for disabled applicants to ensure, so far as practicable, that they do not place such applicants at a substantial disadvantage in comparison to non-disabled applicants

• Develop and maintain a partnership approach in order to understand and act on leadership development needs across the organisation. The key stakeholders to partner with are the Human Resources Business Partners, Talent Business Partners, operational managers and department leads.
• Support the emerging needs of the organisation that can be addressed through leadership development interventions. This will be done through a partnering approach: assessing and qualifying learning and performance issues, generating a brief, developing a solution, delivering a learning initiative and reviewing effectiveness.
• Support CCL’s engagement strategy with learning solutions that develop the necessary awareness and skills across the leadership segment of Cleveland Clinic London.
• Take full ownership of the review, design, delivery, administration and impact of the three tiers of structured leadership developmental programmes (Ignite, Accelerate, Maximise).
• Align leadership development programmes with the global L&D frameworks as set out by Global Leadership and Learning Institute (GLLI), Cleveland.
• Support the development and establishment of a Talent Pathways framework and succession planning initiatives by ensuring that individuals have access to multi-modal, continuous development opportunities with the purpose of supporting succession planning.
• Utilise the available assessment tools (Hogan) for ongoing individual leadership and team development.
• Takes the lead on patient safety cultural training programmes such as the High Reliability Skills and Leading the Cleveland Clinic Way
• Partners with the LMS Coordinator and Human Resources Analyst to develop a data driven and evidence based approach. To this purpose enlists the support of the LMS Coordinator to ensure accurate training data and up to date reporting.
• Supports the operational excellence of the L&D department by contributing to other core tasks. This will be done on an ad-hoc basis, as required, and will entail aspects such as LMS queries, New Caregiver Experience, Service Excellence and the deployment Apprenticeship strategy